•Relative contribution of desire thinking, metacognitions and identity in predicting problematic Instagram use.•Different factors predicted compulsivity and withdrawal-based components of problematic ...Instagram use.•For compulsivity negative metacognitions and the verbal perseveration component of desire thinking were essential.•For withdrawal identity centrality and the imaginal prefiguration component of desire thinking were essential.
Work has identified that metacognitive thought results in desire-based thinking and perpetuates the magnitude and severity of maladaptive behaviour including problematic social media use, and also that one’s ingroup identity is related to increasing problematic behaviour. No evidence has ascertained the relative contribution of these as related differential factors in the experience of problematic social media use. The current study explored the comparative importance of components of desire thinking, positive and negative metacognitions and dimensions of ingroup identity on degree of problematic use among 147 current Instagram users. Results showed that for predicting general problematic Instagram use negative metacognitive beliefs and the verbal perseverance component of desire-based thinking were significant. Importantly, however, different factors appeared to be important for predicting distinct aspects of problematic Instagram. For compulsivity indicators, negative metacognitions and verbal perseveration were essential, whereas for the withdrawal component identity centrality (and no other dimensions of identity) and imaginal prefiguration emerge as the sole independent predictors.
Does endorsement of employees’ constructive voice always result in more voice behavior in the future? Although it is often assumed that endorsement is a critical predictor of future voice behavior, ...we argue that this effect is contingent on whether managers claim credit for their employees’ voice. Drawing from the group engagement model, we first predict that endorsement will be positively associated with voicing employees’ perceived respect within the group, while managers’ credit-claiming behaviors will be negatively associated with such respect. We then further predict that credit-claiming behaviors serve as a boundary condition to the positive association between endorsement and respect, such that when levels of credit claiming by managers are higher, the positive association between endorsement and respect will be weakened. Higher levels of respect, in turn, are associated with higher levels of work group identification and then higher levels of future voice behavior. Results from a multi-wave survey field study in China and a scenario experiment in the United States offer support for our model. Our findings suggest an important but neglected form of managerial response to voice – credit claiming – and highlight its detrimental effect on motivating future voice behavior despite voice endorsement.
How to promote employees' knowledge-sharing behaviors has become a focus of managers and researchers. Based on the theory of relative deprivation, this study explored the mechanism of organizational ...procedural justice on employees' intra-team knowledge sharing, as well as the mediating role of relative deprivation and the moderating role of group identification. A path analysis was conducted on 416 valid questionnaire data, and the results revealed that: (1) Procedural justice has a positive effect on intra-team knowledge sharing; (2) Both group relative deprivation and individual relative deprivation play a mediating role between procedural justice and intra-team knowledge sharing, but they have opposite effects. Procedural justice reduces both group relative deprivation and individual relative deprivation, but individual relative deprivation decreases employees' intra-team knowledge sharing, while group relative deprivation increases it. (3) Group identification has an enhancing moderating effect on the relationship between group relative deprivation and intra-team knowledge sharing, while the moderating effect on the relationship between individual relative deprivation and intra-team knowledge sharing is not significant. Therefore, enterprises should make procedures such as performance appraisal and salary allocation justify and transparent to reduce individual relative deprivation, but should moderately trigger group relative deprivation flexibly according to the situation, while enhancing employee group identification through cultural construction.
Adding to research on the form and content of anti-vegan sentiment, recent scholarship has identified a group of individuals who self-subscribe as “anti-vegan”. Here, we sought to determine whether ...anti-veganism might reflect a distinct dietarian identity with its own unique ideological profile. Two-hundred and fourteen vegans, 732 omnivores, and 222 self-identified “anti-vegans” were assessed using a survey methodology that included the Dietarian Identity Questionnaire and ideological markers related to dark humour, social dominance orientation (SDO), speciesism, male-role norms, moral relativism, and attitudes toward science. Our analysis revealed a dietarian identity unique to anti-vegans. The dietary patterns of anti-vegans were more central to their identity than for omnivores, though marginally lower than vegans. Like vegans, anti-vegans scored highly on dietarian measures of private regard and personal dietary motivations, and lower than omnivores on public regard. The diets of anti-vegans were more morally motivated than omnivores. However, anti-vegans scored higher than both omnivores and vegans on a number of ideological measures including dark humour, SDO, speciesism, male-role norms, moral relativism, and distrust of science. Somewhat surprising, anti-vegans held greater trust than omnivores in the science of plant-based nutrition. We discuss the unique dietarian identities of anti-vegans, considering both intra-group differences of omnivores and anti-vegans (e.g., in right-wing ideology), and inter-group similarities of vegans and anti-vegans (e.g., in diet centrality).
Voluntary contributions are a crucial resource for nonprofit organizations and challenging to acquire. Social information on other people’s contributions has been found to positively influence ...individual giving behavior. However, a clear understanding how social information reference groups impact volunteering intentions is missing. Drawing on social comparison theory, we conducted a survey experiment with variations in social information reference groups to shed light on mechanisms within social comparison processes in volunteering. Results show that volunteering intention increases when social information refers to reference groups similar to recipients (ingroups) compared with reference groups without similarities (outgroups). This effect is mediated by group identification. In contrast, shifts in volunteering aspiration are anchored by observed performance levels and independent of reference groups. The study contributes to the social information literature and suggests the need to distinguish different forms of social information to understand social comparison processes in volunteering, relevant for researchers and practitioners alike.
Social media platforms enable like‐minded users to form online groups, interact and thereby contribute to ideological polarisation. However, online groups also polarise along a continuum of liking or ...affect for their group compared to other groups. We explore affective polarisation on social media and its implications for online intergroup interaction. Using social identity theory, we investigate the effects of group identification, passion, and affective polarisation on social media users' intergroup approach and avoidance tendencies. We test the research model in the context of political groups on social media. We find group identification contributes to affective polarisation by strengthening favouritism for the ingroup rather than hostility for the outgroup. Although those with greater group identification prefer to confront (approach) the opposition group on social media, the behaviour is a function of inflated feelings for the ingroup more so than animus for the outgroup. Interestingly, users with greater affective polarisation tend to shut out (avoid) the rival group on social media. Our findings imply affective polarisation contributes to group isolation that may exacerbate ideological polarisation.
According to some accounts, an individual participates in joint intentional cooperative action by virtue of conceiving of himself or herself and other participants as if they were parts of a single ...agent or body that performs the action. I argue that this notional singularization move fails if they act as if they were parts of a single agent. It can succeed, however, if the participants act as if to bring about the goal of a properly functioning single body in action of which they would be parts. This latter version of the move manages to capture the cooperative character of joint intentional cooperative action, and does this without requiring of participants that they act on higher‐order interlocking intentions.
Multi-cluster R&D teams have the potential to generate breakthrough inventions because they can tap into the distinct knowledge of the different geographic hot spots in which team members are ...located. Having access to a variety of knowledge offers these teams great recombinatorial potential. To succeed, however, the geographically dispersed members must share and integrate the different local knowledge pools available to them. We argue that the density of intra-team co-patenting ties shapes intra-team knowledge sharing and integration and hence the extent teams benefit from the knowledge they can access. Whereas greater density of intra-cluster team ties (within a given location) hinders sharing and integration of locally tapped knowledge across locations, greater density of inter-cluster ties (across cluster locations) facilitates it. Our empirical analysis of 834 multi-cluster nanotechnology R&D teams shows that the technological distance (the difference in knowledge) between clusters in which inventors are located has an inverted-U relationship with the likelihood of the team generating a breakthrough. Further, we find that the density of multi-cluster team intra- vs. inter-cluster ties influences the effect of technological distance on the likelihood of breakthrough invention.
This paper explores the relationships of various employees’ identifications (personal, interpersonal, micro-group, group and organizational) in their two components (cognitive and affective) with two ...dimensions of organizational citizenship behavior (OCB): offering quality ideas and suggestions, and providing help and support within small work groups. Two studies were conducted in Russia on two respective samples: (1) employees of commercial enterprises (N = 183) characterized by a relatively high regularity and intensity of within-group interactions; and (2) the academic staff of higher education institutions (N = 157), which typically have relatively less regular, low-intensity within-group interactions. The research employed four questionnaires to assess the participants’ identifications in both of their components. In addition, managers in the respective organizations filled out an organizational communicativeness questionnaire and a two-factor OCB assessment instrument. It was found that the relationships between (a) particular identifications and (b) the ratio of group identification to other identifications, on the one hand, and OCB, on the other, depend on the degree of regularity of within-group interactions, as well as on the identification components. Organizational communicativeness did not moderate the relationship between identifications and OCB, but was significantly positively correlated with both OCB dimensions. The theoretical and practical implications of the study findings are discussed.
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